IT Staffing Services

Global IT Staffing and Recruitment Services

Most companies take three to four months to hire one good engineer. By the time an offer goes out, the project it was meant for has usually slipped a quarter.

We fill technology roles for employers in the US, the UK and India. That covers permanent hires, contractors, and whole teams who work as part of yours. Every candidate we send has been through a technical interview with someone who works in that stack.

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US
UK
INDIA
SHORTLIST3–5
01
Software EngineeringTechnical interview
02
Cloud & DevOpsLocation fit
03
CybersecurityRight to work
TECHNICAL
INTERVIEW
Permanent hiresContractorsWhole teamsUS · UK · India
Our Services

IT Recruitment Services for Your Hiring Needs

Different problems suit different hiring models. Here is what each one covers, and the situations it tends to work best in.

01

Permanent IT Recruitment

You want someone on your payroll who will still be there in three years.

We find and assess candidates, then send you a shortlist. You interview and hire. We manage the offer stage and stay in contact through the notice period, since candidates do occasionally drop out between accepting an offer and starting.

This suits core engineering roles, team leads, and anyone who will own a system long term.

Our fee is a share of first year salary, agreed in writing before we start. Every permanent hire comes with a replacement guarantee, and the length of it sits in your agreement.

PERMANENT
02

Contract IT Staffing

A specialist brought in for one piece of work, such as a migration, a launch, or a fixed deadline.

They work to your instructions for an agreed period. We hold the contract, run the payroll and handle compliance. This suits projects with a defined end date, and covering a gap while you recruit permanently.

Rates are quoted per role, with our margin shown separately.

CONTRACT
03

Contract to Hire

Someone starts on contract. If it works out on both sides, they go permanent.

Both sides see real work before committing. It suits senior hires, where the cost of getting it wrong is high, and teams who have had someone interview well and then underperform.

CONTRACT TO HIRE
04

IT Staff Augmentation

This is the model most employers ask us about.

You get engineers who sit inside your team, use your tools, join your stand-ups and report to your manager. We handle their employment, pay, equipment and replacement cover.

This differs from outsourcing. You direct the work and set the priorities. The engineers form part of your team for as long as you need them, without sitting on your payroll.

It works well for growing a team quickly, adding a skill you do not have in house, or covering hours your own team cannot. We staff anything from one engineer to a full delivery team.

STAFF AUGMENTATION
05

Technology Executive Search

Senior technology appointments: CTO, VP Engineering, Head of Data and equivalent.

These searches run confidentially where required, and they take longer than other roles. The pool of suitable people is small, so the work is targeted rather than broad.

EXECUTIVE SEARCH
06

Recruitment Process Outsourcing

We run some or all of your technology hiring as part of your HR team. Sourcing, screening, interview scheduling, offer management and reporting. This usually makes sense when you are hiring at volume and your internal team has become the constraint.

RECRUITMENT PROCESS OUTSOURCING
Why Choose Us

Why Businesses Choose GIT Infosys for IT Recruitment

GIT

We are a technology company that recruits. We hire for the same skills we employ, in the same markets, which is why briefs tend to be understood the first time.

01

The people testing yours build software themselves.

We build ERP, CRM and custom systems, so technical interviews here are led by people who do the work rather than by recruiters working from a keyword list.

02

We turn roles down.

If we do not think we can fill it at your budget, in your market, in your timeframe, you will hear that on the first call rather than in week seven.

03

Short shortlists.

Three to five assessed candidates. You should be able to interview everyone we present.

04

One person, start to finish.

The same contact from brief through to placement and afterwards, rather than a handover to a delivery team you have not met.

05

We stay after the hire.

We check in through the first month and first quarter, and the replacement guarantee is written into your agreement.

Global IT Recruitment

Global IT Recruitment with Local Market Expertise

We recruit for employers in the US, the UK and India. Here is what that covers in practice.

You work with one named contact

You work with one named contact, from the first call through to the placement and afterwards.

Salary levels, notice periods and candidate availability

Salary levels, notice periods and candidate availability vary considerably between markets. We give you a realistic view of what your budget will attract in the market you are hiring in, before the search begins rather than after it stalls.

Where a role could be filled from more than one country

Where a role could be filled from more than one country, we run the search in both and present a single shortlist, with location and working hours noted for each candidate.

Right to work, contract structure and payroll

Right to work, contract structure and payroll are arranged for the country the person will work in, and confirmed before they are presented to you. This is usually one of the first questions employers ask.

If we do not believe a role can be filled

If we do not believe a role can be filled at your budget, in your market, within your timeframe, we will say so on the first call.

Our Projects / Portfolio

IT Roles and Technology Skills We Recruit For

The list below covers roles we have placed. If a skill is not shown, ask us, and we will tell you whether we can source it.

IT ROLES01—04
Software Development and Engineering01

Software Development and Engineering

Backend, frontend and full stack developers, mobile developers, and engineering managers.

Java, Python, .NET, PHP, Node.js, Go, React, Angular, Vue, React Native, Flutter, Android and iOS.

Cloud, DevOps and Infrastructure02

Cloud, DevOps and Infrastructure

Cloud engineers, platform engineers, DevOps engineers, site reliability engineers, solution architects and system administrators.

AWS, Azure, Google Cloud, Kubernetes, Docker, Terraform, Jenkins, GitLab CI, Ansible and Linux.

Data, AI and Machine Learning03

Data, AI and Machine Learning

Data engineers, data analysts, data scientists, machine learning engineers, BI developers and analytics leads.

SQL, Python, Spark, Databricks, Snowflake, Airflow, Power BI, Tableau, TensorFlow and PyTorch.

Cybersecurity04

Cybersecurity

Security analysts, SOC analysts, security engineers, penetration testers, GRC and compliance people, and security architects.

SIEM tools, cloud security, identity and access management, ISO 27001, SOC 2 and vulnerability management.

0104

IT Support and Networking

Service desk analysts, desktop support, network engineers, network architects and infrastructure leads.

Windows and Linux, Active Directory, Cisco, firewalls, VPN and Microsoft 365.

Product, Project and Technology Leadership

Product managers, product owners, business analysts, project managers, scrum masters, delivery managers, CTOs and VPs of Engineering.

Agile and Scrum delivery, owning a roadmap, managing stakeholders and managing vendors.

Industries We Serve

Industries We Support with IT Recruitment

Sector experience matters more in technology hiring than it first appears. Two engineers working in the same language can have very little overlap in the problems they have actually solved.

01

Software and SaaS.

Product engineers who have shipped to real users and can work in short release cycles. Competition for these candidates is high, and the speed of your process is often the deciding factor.

02

Banking, finance and fintech.

Regulated work, audit trails, and background checks that run longer than the hiring manager expects. We build that time into the hiring plan from the start.

03

Healthcare and life sciences.

Data privacy sits at the centre of most of these roles. HIPAA, GDPR and clinical data handling experience is usually a firm requirement rather than a preference.

04

Ecommerce and retail.

Peak trading dates are fixed, so hiring in August for November traffic compresses the whole process into weeks.

05

Manufacturing.

ERP, MES and shop floor systems. These roles need someone comfortable talking to production staff as well as to developers, which narrows the field considerably.

06

Logistics and transport.

Tracking, routing and warehouse systems, usually integrating with older platforms that are not being replaced any time soon.

07

Telecoms.

Network and infrastructure work at scale, with the operational discipline that uptime commitments require.

08

Education and EdTech.

Student information systems, learning platforms, and the accessibility standards that apply to both.

09

Travel and hospitality.

Booking engines, channel integrations, and staffing that has to flex with seasonal demand.

Our Process

Our IT Recruitment Process

Six stages. You will know which one your role is in at any point.

WORKING ARRANGEMENT

Remote, Hybrid and On-Site IT Hiring

Remote

Remote roles draw from the widest pool and usually fill fastest. Before presenting anyone we confirm their home setup, their connection, and their right to work in the arrangement you need.

Hybrid

Hybrid roles are easier to fill when the office days are fixed and stated in the brief. Acceptance rates are noticeably higher for a named pattern than for an undefined one. Tell us the arrangement and we screen against it.

On-site

On-site roles take longer and cost more per hire, and remain necessary where there are security or physical constraints. We shortlist on a realistic daily commute rather than straight-line distance.

Time zones

For distributed teams we screen on the specific overlap you need. Four hours with the US East Coast draws from a different candidate group than four hours with the West Coast, and a UK overlap differs again.

English and communication

We assess written and spoken English in a working context rather than through a language test. On remote roles this carries as much weight as technical ability.

01

Understanding the role

A briefing call with the hiring manager, not only with HR. We cover the day to day work, what success looks like at six months, why the role is open, and which requirements are flexible. Roles briefed this way fill considerably faster, which is why we ask for the call even when diaries are full.

02

Finding people

Our own network, referrals, direct approaches, and advertising where it helps. Most strong candidates for senior roles are not actively applying, so the majority of this work is outbound.

03

Screening and testing

Set out in full in the next section. Every candidate presented to you has been interviewed by us first.

04

Shortlist

Three to five candidates, each with a written summary. This covers what we assessed and how they performed, along with notice period, salary expectation, location fit, and any reservations we had.

05

Interviews and feedback

We arrange the interviews, brief the candidate beforehand, and follow up for feedback in both directions within a working day. Delayed feedback is the most common reason a strong candidate accepts elsewhere.

06

Offer and starting

We manage the offer conversation, including any counter-offer from their current employer, and stay in contact through the first month and first quarter. Most placements that fail do so early, and early problems are usually resolvable.

Pricing / Packages

How do your fees work, and when do we pay?

HOW DO YOUR FEES WORKGIT INFOSYS
01

Permanent IT Recruitment

Permanent hires are charged as a percentage of first year salary, invoiced when the candidate starts.

Our fee is a share of first year salary, agreed in writing before we start. Every permanent hire comes with a replacement guarantee, and the length of it sits in your agreement.

02

Contract IT Staffing

Contract and staff augmentation are charged at an agreed rate, with our margin shown separately.

Rates are quoted per role, with our margin shown separately.

03

IT Staff Augmentation

Contract and staff augmentation are charged at an agreed rate, with our margin shown separately.

There is no charge for a briefing, a search or a shortlist. Payment falls due when someone starts work.

Our Team

How We Screen and Assess IT Candidates

Screening determines whether a shortlist is worth reviewing. Here is what ours involves.

01

A real technical interview

Interviews are run by someone who works in the relevant stack. For engineering roles this includes reviewing code the candidate has written and can explain. Where you want a practical task, we set one appropriate to the role and send the output with the shortlist.

02

The same questions for everyone

Every candidate for a role answers the same core questions, scored against criteria agreed at the briefing. Consistent questions and consistent scoring make the shortlist genuinely comparable.

03

Your must-haves, scored

These are agreed with you at the briefing. If the role requires experience scaling a system past a certain load, migrating off a particular platform, or working under a specific regulation, each becomes a scored criterion rather than an assumption drawn from a CV.

04

Checks and references

Right to work is confirmed before any candidate is presented, in every country we operate in. References are taken by us, from people who managed the candidate’s work. Senior roles receive proportionately more depth.

05

How they will fit your team

Joining a distributed team of eight places different demands on a person than joining forty people in one office. We screen against the structure you actually have.

Candidate Summary

What a shortlist contains

We can send a redacted example on request. Each candidate summary includes:

  1. Their experience against your brief, with the parts that do not match called out
  2. What we tested and how they scored
  3. The interviewer’s own notes, including anything that worried them
  4. Notice period and a realistic start date
  5. Salary or rate expectation, confirmed with the person
  6. Location, working hours and setup
  7. Why we think they are worth an hour of your time

If we cannot answer that final point convincingly, the candidate does not go on the shortlist.

FAQ

Frequently Asked Questions

We hire for employers in the US, the UK and India, and we look for candidates in whichever markets suit the role. If you need someone in a market we do not cover, we will tell you on the first call.

Mid-level engineers up to CTO. We are strongest in software engineering, cloud and DevOps, data, cybersecurity, QA, and ERP and CRM consultants.

We take junior and graduate roles only as part of a larger team hire, since a volume agency is better suited to that work.

We agree a shortlist date at the briefing call and work to it. Time to hire is a separate figure, driven by your interview process and candidate notice periods, and we give you an estimate of both at the same time.

A technical interview run by someone who works in that stack, the same scored questions for every candidate, a practical task where you want one, and reference and right to work checks. Our assessment notes are included with the shortlist.

Yes, along with contract to hire and staff augmentation, where engineers work inside your team while we handle their employment and pay. We recommend the model that suits the work once we understand it.

Yes. We screen on the specific overlap the role requires, and confirm home setup, connection and right to work before presenting anyone.

Permanent hires are charged as a percentage of first year salary, invoiced when the candidate starts. Contract and staff augmentation are charged at an agreed rate, with our margin shown separately.

There is no charge for a briefing, a search or a shortlist. Payment falls due when someone starts work.

Permanent placements carry a replacement guarantee. If the person leaves, or the placement does not work out within that period, we run the search again at no further fee. On contract and staff augmentation we replace within an agreed timeframe. Both terms are set out in your agreement.

A job description is useful, though a call with the hiring manager is more valuable. We need the salary or rate range, the working arrangement, your interview process and who is involved, your target start date, and any firm requirements. We can begin sourcing the same day.
Contact / Get a Quote Form

What do you need from us to start?

A job description is useful, though a call with the hiring manager is more valuable. We need the salary or rate range, the working arrangement, your interview process and who is involved, your target start date, and any firm requirements. We can begin sourcing the same day.

Job descriptionSalary or rate rangeWorking arrangementInterview processTarget start dateFirm requirements
BRIEFING CALL